Conceptually, the idea of internships, co-ops, or student
workers isn’t a new or radically improved idea. So why are we talking about it
this month? Because it’s not something that many companies do very well. And
when there is potential for substantial ROI with a program that requires very
little extra resources, it makes one stop and wonder why more isn’t being
invested into these programs. Internships and programs like them, starting at
the recruitment phase, is basically marketing your company to the next
generation of employees. Even if you don’t hire them, getting your name out
there as a potential employer is important, as the high-potential students, who
then later become your high-potential employees, will remember you with a
favorable association.
If you do have the opportunity to take these young,
blossoming employees-to-be under your wing, the situation can get even better,
or can get substantially worse. If, let’s say, you hire a group of interns,
talk to them during their orientation on their first day, then drop them off at
their communal office and never see them until their last day – perhaps wave at
them every once and awhile and say “Hi” at the company picnic – you have no
idea what their impressions are of your company. You don’t know if their being
given all the information that is necessary for them to succeed, you don’t know
if they even want to consider you as a potential employer, and with one swipe
of a forefinger, they're letting everyone in their social network know not to come work for you. And yes, the
economy is down right now, but if you’re in a similar situation to over half of
the nations’ employers, where you see many of your management retiring in the
next ten years, you will want these young, talented individuals.
However, if you hire that same group of interns, orient them
and create a specific, structured onboarding program for them wherein they are
introduced to not only their department, but all the departments, through
various measures such as lunch and learns, group meetings with key leaders,
presentations at the end on their key projects to a core group of management,
etc., you will make them feel integrated, important, and leave them wanting to
work for your company – which is something they will feel free to share with
their social network as well.
Also important to note that while employing interns, whether paid or unpaid, it is crucial to follow all current legislation surrounding these employment relationships; this will also do substantial harm to the employer brand.
Ideally, this relationship is win-win; students increase their
knowledge, skills and abilities (KSAs) and gain real-world experience in their
chosen field, and may also have an opportunity to join the company after the
internship has concluded, and employers gain inexpensive labor at the cost of
training, as well as expanding their “employer brand” into the next generation,
while grooming potential employees.
Until next time, be inspirational!
